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5 Coaching Essentials To Look For In Your Next Performance Management System

1.
Is your organization among the 70% that are reconsidering
their performance management strategy?
If so, here’s what’s next: coaching conversations.
Why? Organizations that focus on having more frequent
conversations outperform organizations that do not. As you consider
a new process, here are the coaching essentials to include.
ONCE-A-YEAR
CONVERSATIONS
Negative feedback during annual
performance reviews does not
motivate employees to improve.
In fact, it has the opposite effect.
CONTINUOUS
COMMUNICATION &
COLLABORATION
Among companies with
dynamic evaluation models,
88% are committed to
recurring conversations.
NOT ENOUGH
FEEDBACK
65% of employees
said they wanted
feedback more often.
FREQUENT
FEEDBACK
After companies remove
rankings, managers talk to
their employees 4 times more
often. 43% of highly engaged
employees receive feedback
at least once a week.
CHECKING BOXES
66% of employees say their
current performance review
process interferes with their
productivity, and 65% say it
isn’t relevant to their jobs. In
fact, 30% of performance
reviews actually decrease
employee performance.
A FOCUS ON
FUTURE
PERFORMANCE
Organizations where employees
review their goals at least quarterly
were 4X as likely to score at the
top of Bersin by Deloitte’s Total
Performance Index.
8
FOCUSING ON
THE WRONG THING
Only one third of employees who
get the highest score in their
performance review are actually the
organizations’ top contributors.
THE WHOLE
PACKAGE
77% of happy workers
think their supervisor
focused on their strengths
(compared to 4% of
disengaged workers).
A COOKIE-CUTTER APPROACH
58% of executives believe their current performance
management approach drives neither employee
engagement nor high performance.
PERSONAL ATTENTION
Employees who thought they got to do their best stuff
every day were 44% more likely to earn high customer
satisfaction scores, 50% more likely to have low
employee turnover, and 38% more likely to be productive.
(AND 5 TO AVOID)
DON’T SETTLE FOR:
Interferes with
productivity
Isn’t relevant
Decreases
performance30%
65%
66%
Reinventing performance management starts with
increasing the quality and frequency of your
employee-manager conversations.
Want to transform your everyday
conversations into great coaching?
Contact us today to see how to put coaching to work for you.
Sources:
https://www.shrm.org/hr-today/news/hr-magazine/pages/0415-qualitative-performance-reviews.aspx
http://www.gallup.com/businessjournal/20311/work-feeling-good-matters.aspx
https://hbr.org/2015/04/reinventing-performance-management
https://www.fastcompany.com/3052135/why-the-annual-performance-review-is-going-extinct
https://www.officevibe.com/blog/infographic-employee-feedback
InsideOut Development, 4 Reasons to Dump Traditional Performance Management, infographic
http://blog.clearcompany.com/10-mind-blowing-statistics-on-performance-reviews-and-employee-engagement
https://www.psychologytoday.com/blog/wired-success/201211/why-performance-reviews-dont-improve-performance
https://dupress.deloitte.com/dup-us-en/focus/human-capital-trends/2014/hc-trends-2014-performance-management.html
insideoutdev.com | 1.888.262.2448
Coaching that works.
INSTEAD FIND:
COACHING
ESSENTIALS
TO LOOK FOR IN YOUR NEXT
PERFORMANCE
MANAGEMENT SYSTEM
5
more productive
38%
44% higher
customer
satisfaction
50%
lower
employee
turnover
S
ervice Awar
d